Integrated HR System "COMPANY" Adopted by Sumitomo Metal Mining

WHI Holdings Co., Ltd. (Headquarters: Minato-ku, Tokyo; Representative Director and CEO: Tomitaro Anzai) announces that Sumitomo Metal Mining Co., Ltd. (Headquarters: Minato-ku, Tokyo; Representative Director and President: Nobuhiro Matsumoto; hereinafter, Sumitomo Metal Mining) has decided to utilize the integrated HR system "COMPANY" as the foundation for human resource management for approximately 7,000 employees, including its group companies.

This will enable Sumitomo Metal Mining to automate and streamline routine operations in the HR domain, strengthen governance, and accelerate data-driven human capital management.

Background of "COMPANY" Adoption

Sumitomo Metal Mining is promoting human capital management to achieve its long-term vision of becoming a "Global Non-Ferrous Leader." Until now, the company managed human resource data for the entire group, which forms the basis of this vision, across multiple systems for each operation, such as HR, payroll, attendance, various applications, and evaluations. As a result, insufficient information linkage between systems, a high reliance on manual and paper-based management, and issues such as job individualization and process complexity became apparent.

Furthermore, the continuous individual optimization and in-house development of systems tailored to the company's unique policies and operations led to an increase in the person-hours and costs required for system modifications to accommodate policy changes and legal revisions, which was another significant challenge. Resolving this situation was essential for promoting agile data utilization linked to management strategies, accelerating DX promotion, and human capital management.

To fundamentally resolve these long-standing issues, Sumitomo Metal Mining decided to adopt "COMPANY" as its new integrated group HR system foundation. The following points were primarily evaluated during the adoption process:

Expected Effects

1. Efficiency and Automation of Routine Operations and Strengthening of Governance

At Sumitomo Metal Mining, the individual optimization and in-house development of systems to match unique policies and complex operational requirements resulted in fragmented systems, leading to manual tasks and paper-based operations for information linkage. "COMPANY" can address these complex requirements, typical of large corporations, with its rich standard functions without the need for individual customization. By leveraging best practices based on the track record of approximately 1,200 corporate groups accumulated in "COMPANY," the company aims to standardize business processes that differ by location and affiliated company through business analysis (As-is/To-be) and requirements organization.

Furthermore, by unifying multiple systems into "COMPANY," necessary data will be seamlessly linked from application to accumulation, calculation, inquiry, and analysis. This will enable the automation of a wide range of operations, including attendance applications, year-end adjustments, childcare leave-related applications, personnel evaluations, and retirement allowance calculations, thereby improving the efficiency of routine tasks and eliminating individualization of work. For employees, the convenience will be greatly enhanced as the entry points for various applications, which were previously different for each task, will be consolidated into one.

In addition, in the past system environment with individual development, significant modification costs and person-hours were incurred each time there were legal revisions or changes in HR policies. "COMPANY" can respond to such environmental changes, including changes in working styles, revisions to HR policies, and legal revisions, with its standard functions without additional development, significantly reducing long-term operating costs. Moreover, since settings can be changed in-house without relying on vendors, it promotes the internalization of system operations, enabling quick responses to internal and external changes and strengthening governance.

2. Construction of a DX Promotion Platform that Facilitates Data Analysis and Utilization

When considering optimal personnel allocation based on management strategies or disclosing information related to human capital, the necessary human resource data was dispersed across various systems and spreadsheets. Until now, this required significant person-hours for data collection and processing each time, making it difficult to obtain accurate information quickly.

By also utilizing "COMPANY's" talent management system, which is integrated with the core HR system, HR, payroll, attendance, and evaluations are managed in the same database. This eliminates the need for data processing and linkage, allowing for real-time visualization and analysis of the latest human capital data. In addition to disclosure indicators required for legal compliance, indicators related to diversity and talent mobility (recruitment, turnover, etc.) are also implemented as standard functions and can be immediately displayed on dashboards.

This will enable Sumitomo Metal Mining to build an environment where management and department heads can quickly make strategic decisions in human resource management, such as optimal personnel allocation, development plan formulation, and investment decisions, based on precise data.

▼ "COMPANY" Image

Furthermore, transfer proposals and placement results considered and simulated on the talent management system are seamlessly linked to the core HR system and directly reflected as actual personnel appointments.

"COMPANY" strongly supports this series of processes, from analysis to strategy execution (practical aspects), and powerfully promotes the human capital management that the company aims for.

Comment from Sumitomo Metal Mining

Sumitomo Metal Mining is promoting the advancement of human capital management to achieve its long-term vision of becoming a "Global Non-Ferrous Leader."

Until now, our group had numerous systems for HR, payroll, attendance, applications, and evaluations, and due to insufficient linkage, manual input, data transfer, and paper-based operations remained. As a result, issues such as job individualization, variations in operational quality, increased burden of data collection and processing, and the risk of delays in responding to legal and policy revisions became apparent.

To fundamentally resolve these issues, we have adopted "COMPANY" as the human resource management foundation for approximately 7,000 employees across the group. We highly evaluate its comprehensive capabilities, including its ability to cover a wide range of complex large-enterprise requirements with standard functions, its implementation track record, security and governance, and post-implementation support for adoption.

Going forward, we will establish a human capital data foundation that supports decision-making by management and department heads through visualization and analysis of centralized data, and we will promote business standardization and automation to enable the HR department to shift to more strategic operations.

Human Resources Department, Sumitomo Metal Mining Co., Ltd.

WHI Holdings will strive to realize a society where all working people can demonstrate their true value by providing the integrated HR system "COMPANY."

About WHI Holdings Co., Ltd.

WHI Holdings upholds "Unleashing Human Potential." as its corporate brand and aims to realize a society where all working people can demonstrate their true value. Since 2020, it has been promoting the "HCM Full Suite" concept, which comprehensively supports all HR domains, and develops and provides services centered on the integrated HR system "COMPANY."

WHI Holdings website: https://www.whi-holdings.co.jp/

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